Strategies of feigning mild head injuries related to validity indicators and types of coaching: Results of two experimental studies.

OBJECTIVE: In this paper, we analyzed differences between uncoached, symptom-coached, and test-coached simulators regarding strategies of feigning mild head injuries. METHOD: Healthy undergraduates (n = 67 in the first study; n = 48 in the second study), randomized into three simulator groups, were assessed with four experimental memory tests. In the first study, tests were administered face-to-face, while in the second study, the procedure was adapted for online testing. RESULTS: Online simulators showed a different approach to testing than face-to-face participants (U tests < 920, p < .05). Nevertheless, both samples favored strategies like memory loss, error making, concentration difficulties, and slow responding. Except for slow responding and concentration difficulties, the favorite strategies correlated with validity indicators. In the first study, test-coached simulators (m = 4.58-5.68, SD = 2.2-3) used strategies less than uncoached participants (m = 5.25-5.88, SD = 2.26-2.84). In the second study, test-coached participants (m = 3.8-5.6, SD = 1.51-2.2) employed strategies less than uncoached (m = 6.21-7.29, SD = 1.25-1.85) and symptom-coached participants (m = 6.14-6.79, SD = 1.69-2.76). DISCUSSION: Similarities and differences between online and face-to-face assessments are discussed. Recommendations to associate heterogeneous indicators for detecting feigning strategies are issued.

Evaluation of Various Detection Strategies in the Assessment of Noncredible Memory Performance: Results of Two Experimental Studies.

OBJECTIVE: This article investigates the accuracy of individual and combined indicators based on different strategies for detecting noncredible performance as part of a new test for the continuous assessment of short-term memory. METHOD: In two independent studies, we assessed three groups of simulators, cognitively impaired patients, and nonimpaired community members with four tasks separated by a distractor. RESULTS: Pairwise comparisons between receiver operating characteristic (ROC) curves revealed significant differences between two clusters of indicators: mean recognition, inconsistent responses in recognition, and false positives (area under the ROC curves > .800) proved more accurate than delayed recall and false negatives (area under the ROC curves < .800) in discriminating simulators from patients. Likewise, both studies revealed that adding the false positives indicator based on cued recall to mean recognition incrementally improved classification accuracy (including sensitivity, positive predictive value, and negative predictive value ) compared with the recognition indicator alone. CONCLUSIONS: Our results support the association of two distinct indicators for the assessment of noncredible performance, of which one should be a forced-choice indicator.

Decoupling Office Energy Efficiency From Employees' Well-Being and Performance: A Systematic Review.

Energy efficiency (i.e., the ratio of output of performance to input of energy) in office buildings can reduce energy costs and CO2 emissions, but there are barriers to widespread adoption of energy efficient solutions in offices because they are often perceived as a potential threat to perceived comfort, well-being, and performance of office users. However, the links between offices' energy efficiency and users' performance and well-being through their moderators are neither necessary nor empirically confirmed. The purpose of this study is to carry out a systematic review to identify the existing empirical evidence regarding the relationships between energy-efficient solutions in sustainable office buildings and the perceptions of employees' productivity and well-being. Additionally, we aim to identify relevant boundary conditions for these relationships to occur. A systematic literature search of online databases for energy efficiency literature (e.g., Environment Complete, GreenFILE), employee literature (e.g., PsycINFO, Business Source Complete) and general social science literature (e.g., Academic Search Complete) yielded 34 empirical studies. Also, inclusion and exclusion criteria were set. The results suggest that it is possible to decouple energy costs from organizational outcomes such as employee well-being and performance. Also, they indicate the existence of moderators and mediators in the relationship between green office building solutions and well-being/performance. Directions for future research and the implications for practice considering different stakeholders interested in implementing green building solutions, adopting energy-saving measures in offices, and improving employees' functioning are suggested.